The North-Linn Community School District shall provide equal opportunity to employees and applicants for employment in accordance with applicable equal employment opportunity and affirmative action laws, directives and regulations of federal, state and local governing bodies.  Opportunity to all employees and applicants for employment includes hiring, placement, promotion, transfer or demotion, recruitment, advertising or solicitation for employment, treatment during employment, rates of pay or other forms of compensation, and layoff or termination.  The school district shall take affirmative action in major job categories where women, men, minorities and persons with disabilities are underrepresented.  Employees will support and comply with the district's established equal employment opportunity and affirmative action policies.  Employees shall be given notice of this policy annually

The board shall appoint an affirmative action coordinator.  The affirmative action coordinator shall have the responsibility for drafting the affirmative action plan.  The affirmative action plan shall be reviewed by the board at least every two years

Individuals who file an application with the school district will be given consideration for employment if they meet or exceed  the qualifications set by the board, administration, and Iowa Department of Education for the position for which they apply.  In employing individuals, the board shall consider the qualifications, credentials, and records of the applicants without regard to race, color, national origin, gender, disability, age, religion, creed, sexual orientation, and gender identity.  In keeping with the law, the board shall consider the veteran status of applicants.

Prior to a final offer of employment the school district will perform the background checks required by law. Based upon the results of the background checks, the school district will determine whether an offer will be extended.  If the candidate is a teacher who has an initial license from the BOEE, then the requirement for a background check is waived.  The district will perform repeat background checks on applicable employees as required by law.

Advertisements and notices for vacancies within the district shall contain the following statement:  "The North-Linn Community School District is an equal employment opportunity/affirmative action employer."  The statement shall also appear on application forms.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, shall be directed to the Affirmative Action Coordinator by writing to the Affirmative Action Coordinator, Leisa Breitfelder, North-Linn Community School District, P.O. Box 200, 3033 Lynx Drive, Troy Mills, Iowa 52344 or by telephoning 319-224-3291.

Inquiries by employees or applicants for employment regarding compliance with equal employment opportunity and affirmative action laws and policies, including but not limited to complaints of discrimination, may also be directed in writing to the Equal Employment Opportunity Commissions, Milwaukee Area Office, Reuss Federal Plaza, 310 West Wisconsin Ave., Suite 800, Milwaukee, WI., 53203-2292, (800) 669-4000 or TTY (800) 669-6820. http://www.eeoc.gov/field/milwaukee/index.cfm or the Iowa Civil Rights Commission, 400 E. 14th Street, Des Moines, Iowa, 50319-1004, (515) 281-4121 or 1-800-457-4416, http://www.state.ia.us/government/crc/index.html.  This inquiry or complaint to the federal office may be done instead of, or in addition to, an inquiry or complaint at the local level.

Legal Reference:    29 U.S.C. §§ 621-634 (1988).

                                 42 U.S.C. §§ 2000e et seq. (1988).

                                 42 U.S.C. §§ 12101 et seq. (Supp. 1990).

                                 Iowa Code §§ 19B; 20; 35C; 73; 216; 279.8 (1995).

                                                   281 I.A.C. 12.4; 95

Cross Reference:    102    Equal Educational Opportunity

                                   403.05  Harassment

                                   405.02  Licensed Employee Qualifications, Recruitment, Selection

                                   411.02   Classified Employee Qualifications, Recruitment,  Selection      

Approved 8/18/11     Reviewed  10/21/20              Revised  7-17-24           

Employees' use of their position with the school district for financial gain shall be considered a conflict of interest with their position as employees and may subject employees to disciplinary action.

Employees have access to information and a captive audience that could award the employee personal or financial gain.  No employee may solicit other employees or students for personal or financial gain to the employee without the approval of the superintendent.  If the approval of the superintendent is given, the employee must conduct the solicitations within the conditions set by the superintendent.  Further, the superintendent may, upon five days notice, require the employee to cease such solicitations as a condition of continued employment.

Employees shall not act as an agent or dealer for the sale of textbooks or other school supplies.  Employees shall not participate for personal financial remuneration in outside activities wherein their position on the staff is used to sell goods or services to students or to parents.  Employees shall not engage in outside work or activities where the source of information concerning the customer, client or employer originates from information obtained because of the employee's position in the school district.

It shall also be a conflict of interest for an employee to engage in any outside employment or activity which is in conflict with the employee's official duties and responsibilities.  In determining whether outside employment or activity of an employee creates a conflict of interest, situations in which an unacceptable conflict of interest shall be deemed to exist shall include, but not be limited to, any of the following:

 (1)    The outside employment or activity involves the use of the school district's time, facilities, equipment and supplies or the use of the school district's badge, uniform, business card or other evidences of office to give the employee or the employee's immediate family an advantage or pecuniary benefit that is not available to other similarly situated members or classes of members of the general public.  For purposes of this section, a person is not "similarly situated" merely by being related to an employee who is employed by the school district. 

 (2)    The outside employment or activity involves the receipt of, promise of, or acceptance of more or other consideration by the employee or a member of the employee's immediate family from anyone other than the school district for the performance of any act that the employee would be required or expected to perform as part of the employee's regular duties or during the hours during which the employee performs service or work for the school district. 

 (3)    The outside employment or activity is subject to the official control, inspection, review, audit or enforcement authority of the employee during the performance of the employee's duties. 

 If the outside employment or activity is employment or activity in (1) or (2) above, the employee must cease the employment of or activity. If the activity or employment falls under (3), then the employee must:

•    Cease the outside employment or activity; or 

•     Publicly disclose the existence of the conflict and refrain from taking any official action or performing any official duty that would detrimentally affect or create a benefit for the outside employment or activity.  Official action or official duty includes, but is not limited to, participating in any vote, taking affirmative action to influence any vote, or providing any other official service or thing that is not available generally to members of the public in order to further the interests of the outside employment or activity.

When procurement is supported by Federal Child Nutrition funds, employees will not participate in the selection, award, or
administration of a contract if there is a real or apparent conflict of interest in the contract. Contract, for purposes of this
paragraph, includes a contract where the employee, employee’s immediate family, partner, or a non-school district
employer of these individuals is a party to the contract.

It shall be the responsibility of each employee to be aware of and take the necessary action to eliminate a potential conflict of interest should it arise. 

 Legal Reference:    Iowa Code §§ 20.7; 68B; 279.8; 301.28 (1995). 

Cross Reference:    203    Board of Directors' Conflict of Interest

                                402.04  Gifts to Employees  

                                402.06  Employee Outside Employment

Approved 8/18/11     Reviewed   10/21/20             Revised  10/21/20          

 More than one family member may be an employee of the school district.  It shall be within the discretion of the superintendent to allow one family member employed by the school district to supervise another family member employed by the school district subject to the approval of the board.

The employment by the board of more than one individual in a family shall be on the basis of their qualifications, credentials and records.

Legal Reference:    Iowa Code §§ 20; 71; 277.27; 279.8 (1995). 

 Cross Reference:    405.02  Licensed Employee Qualifications, Recruitment Selection

                                  411.02  Classified Employee Qualifications, Recruitment Selection

Approved 8/18/11     Reviewed   10/21/20             Revised             

Complaints of employees against fellow employees should be discussed directly between employees.  If necessary, complaints shall be brought directly to the immediate supervisor, principal or superintendent and shall be made in a constructive and professional manner. Complaints shall never be made in the presence of other employees, students or outside persons.

A formal grievance procedure is contained in the master contract between the employee's licensed bargaining unit and the board.  This policy shall not apply to a complaint that has been or could be filed at the employee's discretion under that formal grievance procedure.

 Legal Reference:    Iowa Code §§ 20.7, .9; 279.8 (1995). 

Cross Reference:    307  Communication Channels

Approved 8/18/11     Reviewed    10/21/20            Revised              

The school district shall maintain personnel records on employees.  The records are important for the daily administration of the educational program, for implementing board policy, for budget and financial planning, and for meeting state and federal requirements.

The records shall include, but not be limited to, records necessary for the daily administration of the school district, salary records, evaluations, application for employment, references, and other items needed to carry out board policy.  Employee personnel files are school district records and are considered confidential records and therefore are not generally open to public inspection or accessibility.  Only in certain limited instances, when the employee has given a signed consent, will employee personnel records be accessible to individuals other than the employee or authorized school officials.

Employees may have access to their personnel files, with the exception of letters of reference, and copy items from their personnel files at a time mutually agreed upon between the superintendent and the employee.  The school district may charge a reasonable fee for each copy made except the total amount charged for all copies cannot exceed $5.00.  However, employees will not be allowed access to the employment references written on behalf of the employee.  Board members will generally only have access to an employee's file when it is necessary because of an employee related matter before the board.

It shall be the responsibility of the superintendent to keep employees' personnel files current.  The board secretary shall be the custodian of employee records.

It shall be the responsibility of the superintendent to develop administrative regulations for the implementation of this
policy.

 Legal Reference:    Iowa Code chs. 20; 21; 22; 91B (1995). 

Cross Reference:     402.01  Release of Credit Information

                                   403    Employees' Health and Well-Being

                                   708    Care, Maintenance and Disposal of School District Records

Approved 8/18/11     Reviewed  10/21/20              Revised            

The district believes in taking appropriate measures to promote the health and welfare of all students.  Any school employee, volunteer, contractor, or agent shall not assist another school employee, contractor, or agent in obtaining a new job, apart from the routine transmission of administrative personnel files, if the individual or agency knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law.  Sexual misconduct means physical or sexual abuse of students, including but not limited to sexual or physical relationships, grooming behavior, and otherwise inappropriate relationships with students.

This limitation does not apply if the matter has been properly reported to law enforcement and any other regulatory authorities required by law, and either: 

• the matter has been officially closed by the law enforcement agency; 

• the individual is acquitted or otherwise exonerated of the alleged misconduct; or 

• more than four years has passed since the case was opened, and no charges or indictment have been filed.

Legal References:     20 U.S.C. §7926

                                  Iowa Code 256; 

                                  281 I.A.C. 12.3(14)

Cross References:    401.5 Employee Records 

                                  402.2 Child Abuse Reporting

                                  402.3 Abuse of Students by School District Employees

                                  405.2 Licensed Employee Qualifications, Recruitment, Selection

                                  411.2 Classified Employee Qualifications, Recruitment, Selection

Approved                      Reviewed                  Revised   7-17-24          

Employees traveling on behalf of the school district and performing approved school district business will be reimbursed for their actual and necessary expenses.  Actual and necessary travel expenses shall include, but not be limited to, transportation and/or mileage costs, lodging expenses, meal expenses and registration costs.

Travel Outside the School District

Travel outside of the school district must be pre-approved.  Pre-approval shall include an evaluation of the necessity of the travel, the reason for the travel and an estimate of the cost of the travel to qualify as approved school district business.  Travel outside the school district by employees, other than the superintendent, shall be approved by the superintendent.

Reimbursement for actual and necessary expenses will be allowed for travel outside the school district if the employee received pre-approval for the travel.  Prior to reimbursement of actual and necessary expenses, the employee must provide the school district with a detailed receipt, other than a credit card receipt, indicating the date, purpose and nature of the expense for each claim item.  In exceptional circumstances, the superintendent may allow a claim without proper receipt.  Written documentation explaining the exceptional circumstances shall be maintained as part of the school district's record of the claim.

Failure to have a detailed receipt shall make the expense a personal expense.  Personal expenses, including mileage, in
excess of that required for the trip are reimbursed by the employee to the school district no later than 10 working days
following the date of the expense.

Reimbursement for actual and necessary expenses for travel outside the school district will be limited to the pre-approved expenses.  Pre-approved expenses for registration shall be limited to the actual cost of the registration.

Pre-approved expenses for transportation within three-hundred miles of the school district administrative office shall be by automobile.  If a school district vehicle is not available, the employee will be reimbursed at the Internal
Revenue Service standard mileage rate. Travel to/from home and work is never a reimbursable travel expense.

Travel Within the School District

Employees required to travel in their personal vehicle between school district buildings to carry out the duties of their
position may be reimbursed at the Internal Revenue Service standard mileage rate. It shall be the
responsibility of the superintendent to approve travel within the school district by employees. It shall be the responsibility
of the board to review the travel within the school district by the superintendent through the board's audit and approval
process.

Use of District-Owned Vehicles

Certain district employment positions may require regular and extensive travel. Due to the required duties of these
positions, the district may provide certain positions with use of district-owned vehicles. Employees who utilize
district-owned vehicles during the course of their job duties are fulfilling the public purpose of meeting the needs of the
educational community in an efficient, and time-sensitive manner. District-owned vehicles are purchased and maintained
with public money and must be used strictly in accordance with fulfilling a public purpose. These vehicles represent the
district in carrying out its educational mission. Therefore, district-owned vehicles will be clearly marked at all times to
identify the district.

Meal Allowance for Staff

Those who are required to depart prior to 7:00 am and required to return after 6:00 pm may be reimbursed the maximum of three meals.

Meals will be reimbursed at the following rates: 

Breakfast $8.00, Lunch $10.00 and Dinner $15.00.

Those who depart after 7:00 am and are required to return after 6:00 pm may be reimbursed a maximum of $10.00 for lunch and $15 for dinner.

Those who are required to depart before 7:00 and return before 6:00 pm may be reimbursed a maximum of $8.00 for breakfast and $10.00 for lunch.

Those who are required to depart after 7:00 am and return before 6:00 pm may be reimbursed a maximum of $10.00 for lunch.

In all cases, a request for check & detailed receipts for each meal will need to be submitted for reimbursement.

Approved 8/18/11     Reviewed 10/21/20              Revised  10/21/20          

The Board of Directors of North-Linn Community School District believes that it should give special recognition to employees who retire or have given special, meritorious and/or faithful service to the district.

The administration is directed to advise the Board of Directors on ways to implement the Board of Directors' desire to recognize special, meritorious and/or faithful service. The administration is directed to implement the programs established and to periodically seek counsel from the Board of Directors regarding the aspects of the recognition program.

 The administration should determine if members of the Board of Directors can be available to present the recognition tokens to employees slated for special recognition. Where possible, the Board of Directors desires the recognition be presented to the employees at a public event (i.e., general staff meeting, a department meeting, or before or during a meeting of the Board of Directors).  Funding for this program will be the Board of Director’s general fund account. 

Appropriate recognition programs are to be designed for the following instances:

    1.    Time of initial employment

    2.      After each five year period of employment

    3.      For meritorious service to the district

    4.      At time of retirement

    5.      To recognize special accomplishments

Legal Reference:    Iowa Const. Art. III, § 31.

                                 Iowa Code § 279.8 (1995).

                                                    1980 Op. Att'y Gen. 102.

Cross Reference:    407  Licensed Employee Termination of Employment

                                  413  Classified Employee Termination of Employment

Approved 8/18/11     Reviewed  10/21/20              Revised   10/21/20           

Employees shall not engage in political activity upon property under the jurisdiction of the board.  Activities including, but not limited to, posting of political circulars or petitions, the distribution of political circulars or petitions, the collection of or solicitation for campaign funds, solicitation for campaign workers, and the use of students for writing or addressing political materials, or the distribution of such materials to or by students are specifically prohibited.

Violation of this policy may be grounds for disciplinary action.

 Legal Reference:    Iowa Code §§ 55; 279.8 (1995). 

Cross Reference:    409.05  Licensed Employee Political Leave

                                  414.05  Classified Employee Political Leave

Approved 8/18/11     Reviewed   10/21/20             Revised              

 Employees may use school district credit cards for the actual and necessary expenses incurred in the performance of work-related duties. Actual and necessary expenses incurred in the performance of work-related duties include, but are not limited to, fuel for school district transportation vehicles used for transporting students to and from school and for school-sponsored events, payment of claims related to professional development of the board and employees, and other expenses required by employees and the board in the performance of their duties. 

Employees and officers using a school district credit card(s) must submit a detailed receipt in addition to a credit card receipt indicating the date, purpose and nature of the expense for each claim item.  Failure to provide a proper receipt will make
the employee responsible for expenses incurred. Those expenses are reimbursed to the school district no later than ten
working days following use of the school district's credit or procurement card. In exceptional circumstances, the
superintendent or board may allow a claim without proper receipt. Written documentation explaining the exceptional
circumstances is maintained as part of the school district's record of the claim.

The school district may maintain a school district credit card for actual and necessary expenses incurred by employees and officers in the performance of their duties.  The superintendent may maintain a school district credit card for actual and necessary expenses incurred in the performance of the superintendent's duties.  The board secretary / curriculum director may maintain a school district credit card for fueling school district transportation vehicles in accordance with board policy.

It shall be the responsibility of the superintendent to determine whether the school district credit card use is for appropriate school business.  It shall be the responsibility of the board to determine through the audit and approval process of the board whether the school district credit card use by the superintendent and the board is for appropriate school business.

The superintendent shall be responsible for developing administrative regulations regarding actual and necessary
expenses and use of a school district credit card. The administrative regulations shall include the appropriate forms to be
filed for obtaining a credit card.

Legal Reference:    Iowa Constitution, Art. III, § 31.

                                 Iowa Code §§ 279.8, .29, .30 (1995).

                                                         281 I.A.C. 12.3(1).

Cross Reference:    216.03  Board of Directors' Member Compensation and Expenses

                                  401.07  Employee Travel Compensation

Approved 8/18/11     Reviewed  10/21/20              Revised  10/21/20         

Employees must know their role and duties.  New employees may be required to participate in an orientation program for new employees.  The employee's immediate supervisor should provide the new employee with a review of the employee's responsibilities and duties.  Payroll procedures and employee benefit programs and accompanying forms will be explained to the employee by the school business official .  Regular employees ineligible for the school district's group health plan will be given information regarding where they can obtain health care or health care insurance.

Cross References

Approved 3/15/23     Reviewed               Revised            

The use of cell phones and other communication devices may be appropriate to provide for the effective and efficient operation of the school district and to help ensure safety and security of people and property while on school district property or engaged in school sponsored activities.

The Board authorizes the purchase and employee use of cell phones as deemed appropriate by the superintendent.  School district owned cell phones shall be used for authorized school district business purposes, consistent with the school district’s mission and goals.

Use of cell phones in violation of board policies, administrative regulations, and/or state/federal laws will result in discipline, up to and including dismissal, and referral to law enforcement officials, as appropriate.

The superintendent is directed to develop administrative regulations for the implementation of this policy, including a uniform and controlled system for identifying employee cell phone needs, monitoring use and reimbursement.  Provisions may also be included for staff use of privately owned cell phone for authorized school district business.

Employees may possess and use cell phones during the school day as outlined in this policy and as provided in the administrative regulation developed by the superintendent.  Employees should not use cell phones for personal business while on-duty, including staff development times, parent-teacher conferences, etc., except in the case of an emergency or during prep time or break/lunch times.  Employees, except for bus drivers, see below, are prohibited from using cell phones while driving except in the case of an emergency and any such use must comply with applicable state and federal law and district policies and regulations.  

Cell phones are not to be used for conversations involving confidential student or employee information.  School district-provided cell phones devices are not to be loaned to others.

School bus drivers are prohibited from using any communication device while operating the bus except in the case of an emergency, or to call for assistance, after the vehicle has been stopped.  Any such use must comply with applicable state and federal law and district policies and regulations. 

Employees violating the policy will be subject to discipline, up to and including, discharge.  It is the responsibility of the superintendent to develop administrative regulations regarding this policy.

Cross References

 Approved 3/15/23     Reviewed               Revised          

The board believes the district has an interest in maintaining an orderly and effective work environment while balancing employees First Amendment rights to freedom of expression and diverse viewpoints and beliefs.  When employees speak within their official capacity, their expression represents the district and may be regulated.  The First Amendment protects a public employee’s speech when the employee is speaking as an individual citizen on a matter of public concern.  Even so, employee expression that has an adverse impact on district operations and/or negatively impacts an employee’s ability to perform their job for the district may still result in disciplinary action up to and including termination.

Employees will comply with Iowa law to the extent that compliance does not infringe on employees’ free speech rights. 

Employees who use social media platforms are encouraged to remember that the school community may not be able to separate employees as private citizens, from their role within the district.  Employee expression on social media platforms that interferes with the district’s operations or prevents the district from functioning efficiently and effectively may be subject to discipline up to and including termination.

 A district employee who acts to protect a student for engaging in free expression or who refuses to infringe on students engaging in free expression; and who is acting within the scope of their professional ethics will not be retaliated against or face any adverse employment action based on their behavior provided that expression is otherwise permitted by law and board policy.  

If the board or court finds an employee that is subject to licensure, certification or authorization by the Board of Educational Examiners discriminated against a student or other co-employee, the board will refer the employee to the Board of Educational Examiners for additional proceedings as required by law and which may result in discipline up to and including termination.

Legal Reference: U.S. Const. Amend. I 

Kennedy v. Bremerton School District, 597 U.S.    (2022)

Iowa Code §§ 279.73; 280.22 

I.C. Iowa Code Description

Iowa Code § 279.73 Directors - Powers and Duties - Intellectual Freedom

Iowa Code § 280.22 Student Exercise of Free Expression

U.S. Constitution Description

U.S. Constitution Amend. 1

Cross References

Code Description

401.13 Staff Technology Use/Social Networking

401.13-R(1) Staff Technology Use/Social Networking - Regulation

502.03 Student Expression and Student Publications Code

502.03-R(1) Student Expression and Student Publications Code - Regulation

Approved 10/19/221     Reviewed               Revised